Company Presentation For Final Assignment ✓ Solved

Company Presentation For this final assignment, imagine that you

Imagine that you are an HR Manager on a HRM planning committee for your selected multinational corporation. You are required to present to upper management concerns related to global human resources matters. You have compiled data about three of those concerns in previous assignments, but you need to add two more elements to the presentation. The VP of human resource management has asked you to present a PowerPoint presentation to upper management to discuss your findings. These include: Culture in a global environment, performance management systems, and training to improve expatriate performance.

In addition to presenting data from previous assignments, you are instructed to discuss a compensation strategy that would support international operations in your company and to identify two or three key strategies your company could use to enhance ethical behavior, labor relations, and work conditions.

Create a 10–15 slide PowerPoint presentation that addresses the following:

• Concerns from prior assignment feedback.
• Summary of what you have learned about blending different cultures in a global corporation.
• Factors of a performance management system for a global corporation.
• Outline a training plan for employees on international assignments, including pre-assignment, during the assignment, and post-assignment training.
• Recommended compensation strategies that support international operations.
• Recommended strategies that enhance ethics, labor relations, and work conditions.

Format the PowerPoint presentation with headings on each slide and one relevant graphic (photograph, graph, clip art, etc.). Ensure that the presentation is visually appealing and readable from up to 18 feet away. Include a title slide containing the title of the assignment, your name, your professor’s name, the course title, and the date. Narrate each slide as if you were presenting them in a meeting, and write out detailed speaker notes.

This course requires the use of Strayer Writing Standards.

Paper For Above Instructions

In today’s hyper-connected global economy, multinational corporations face unique challenges in managing human resources effectively across diverse cultural, legal, and economic landscapes. As an HR Manager on a HRM planning committee, my presentation will focus on examining key human resources matters that impact our international operations. This presentation will build on the data compiled in previous assessments while highlighting the importance of addressing cultural integration, performance management systems, training for expatriates, compensation strategies, and enhancing ethical behavior within the company.

Culture in a Global Environment

Effective management of culture within a global organization is pivotal to achieving operational success. Understanding cultural differences, such as communication styles, power distance, individualism versus collectivism, and uncertainty avoidance (Hofstede Insights, 2021), will aid in bridging cultural gaps among employees. An organization that fosters an inclusive culture is more likely to engage its workforce and drive productivity. In my prior assignments, I have emphasized the necessity of cultural awareness training as a tool for improving cohesion among teams from various geographical locations.

Performance Management Systems

The performance management system within a multinational corporation must adapt to accommodate the diversity of its workforce (Becker & Huselid, 2006). This system should include setting clear performance goals linked to international business objectives, providing regular feedback, and conducting comprehensive performance evaluations that acknowledge differences in cultural interpretations of feedback. A continuous improvement approach is critical, where managers and employees engage in regular dialogues centered on performance metrics. Integrating methodologies such as 360-degree feedback can enrich performance assessments by providing multiple perspectives.

Training to Improve Expatriate Performance

Training programs for employees on international assignments should be meticulously crafted to maximize their effectiveness. These programs should be segmented into three phases:

• Pre-assignment Training: This phase should cover cultural acclimatization, language proficiency, and an overview of country-specific labor laws and business practices. It sets the stage for successful integration by equipping expatriates with necessary tools before they embark on their international journey.
• During Assignment Training: Ongoing support through buddy systems or mentoring can assist expatriates in navigating challenges in the host country. Regular check-ins and adaptive training sessions should be instituted to address any emerging issues as they arise.
• Post-assignment Training: The final phase focuses on reintegration into the home office. This can include knowledge transfer sessions where expatriates share their experiences and lessons learned, ultimately benefitting the entire organization.

Compensation Strategies for International Operations

Compensation strategies must reflect the complex nature of international assignments. Companies should consider a variety of approaches, including:

• Balance Sheet Approach: This method guarantees that expatriates retain their standard of living in the host country by offsetting differences in living costs, taxes, and benefits.
• Going Rate Approach: Organizations can align expatriate compensation with local market standards to ensure competitiveness, thereby facilitating talent acquisition.
• Local Plus Approach: This strategy combines local salary packages with additional benefits to appeal to expatriates while also adhering to local labor regulations.

Strategies to Enhance Ethics, Labor Relations, and Work Conditions

A multinational corporation must prioritize ethical behavior and labor relations to enhance employee satisfaction and defend its reputation. Critical strategies include:

• Implementing a Code of Conduct: Develop a comprehensive ethical framework to ensure all employees understand expected behaviors, particularly in cross-cultural interactions.
• Regular Training on Labor Laws: Educating employees about local labor laws can reinforce compliance and foster respectful labor relations.
• Employee Feedback Mechanisms: Providing channels for employees to express concerns or suggestions will enhance relationships between management and employees, resulting in better working conditions.

In conclusion, effective human resource management in a multinational context hinges on understanding cultural complexities, fostering performance management systems, training employees adequately for international assignments, implementing thoughtful compensation strategies, and enhancing ethical practices. This holistic approach not only supports operational effectiveness but also promotes a positive work environment.

References

• Becker, B. E., & Huselid, M. A. (2006). Strategic Human Resource Management: Theory and Practice. In The Academy of Management Annals.
• Hofstede Insights. (2021). What about the dimensions?. Retrieved from https://www.hofstede-insights.com/product/compare-countries/
• Briscoe, D. R., Schuler, R. S., & Tarique, I. (2012). International Human Resource Management: Policies and Practices for Multinational Enterprises. Routledge.
• Dowling, P. J., Festing, M., & Engle, A. D. (2017). International Human Resource Management. Cengage Learning.
• Schuler, R. S., & Jackson, S. E. (2005). Integrating Competitive Strategies and Human Resource Management Practices. In The Academy of Management Executive.
• Farndale, E., & Paauwe, J. (2007). Unraveling the HR Flexibility Dilemma: Balancing Efficiency and Responsiveness in HRM. In The International Journal of Human Resource Management.
• Caligiuri, P., & Tarique, I. (2012). Developing Global Leaders. In The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, & Organizational Development.
• Peng, M. W., & Shenkar, O. (2002). An Institution-based View of Global Strategy: Rethinking the Role of Culture. In The Academy of Management Review.
• Schmidt, R. A., & Hunter, J. E. (1998). The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings. In Psychological Bulletin.
• Gonzalez, J. A., & Garzón, J. (2015). Culture and Performance Management in the Global Context. In The International Journal of Human Resource Management.